ADDRESSING THE
SKILLS SHORTAGE
REDEFINING
JOB SECURITY
COLLABORATION
& CULTURE
WELLNESS IN
THE WORKPLACE
ADDRESSING THE
SKILLS SHORTAGE
REDEFINING
JOB SECURITY
COLLABORATION
& CULTURE
WELLNESS IN THE WORKPLACE
2018 HIRING OUTLOOK
The Impact Of The Growing Skills Shortage On The Employer-Employee Relationship
2018 HIRING OUTLOOK
The Impact Of The Growing Skills Shortage
On The Employer-Employee Relationship
2018 HIRING OUTLOOK
The Impact Of The Growing Skills Shortage
On The Employer-Employee Relationship
2018 HIRING OUTLOOK
The Impact Of The Growing Skills Shortage
On The Employer-Employee Relationship
INTRO
Let's face it. The job market looks a lot different than it did just a few short years ago.
After 86 consecutive months of job gains, the national unemployment rate in November of 2017 was 4.1%—the lowest it has been in 17 years, according to the Bureau of Labor Statistics. While this certainly points to a positive trend, it does create new challenges for employers. In this market, where professionals know they can be more selective when making career decisions, talent engagement at all stages of the employment life cycle—from hiring and onboarding to succession planning—will become even more critical for success in 2018.
Not only is the competition for talent stronger than ever before, but employers are now facing a new set of challenges. Whether it’s addressing the skills shortage, transitioning into a millennial-dominated workforce, or keeping up with evolving industry trends, these factors traverse all sectors. They also all contribute to one overarching theme: the evolving employer-employee relationship.
Today, professionals consider their careers an integral part of their lives. While they still care about compensation and traditional benefits, they expect their job to provide personal fulfillment and meaning. If they do not enjoy what they are doing, cannot see their impact, are not learning new skills, or do not feel valued by their employer, they will move on.
EMPLOYERS
65% of employers said that they would extend a counter offer in order to keep their best
employees.
EMPLOYEES
However, 60% of employees said that they would reject a counter offer from their current employer.
(an increase from 55% in 2017)
Case in point: there has been a reduction in the number of employees who are willing to accept a counter offer. What professionals are looking for in an employer (and their careers) is changing, so making a last-ditch effort to entice them to stay with higher compensation will not work. The investment needs to be made before they have one foot out the door, and you have to show you care about their future.
JOB VS. CAREER:
Employee Mentality Over The Years
OLD MODEL:
Work for the company
Employees were in search of pay, benefits, and stability in exchange for loyalty to the employer.
NEW MODEL:
Work for career development
Employees today are in search of purpose, personalization, and development to improve professional marketability.
65%
of working professionals plan to stay with their employer for
5 YEARS
OR LESS
To build strong employee engagement, employers must first accept this
new relationship with their staff. Next, they must turn inward and determine
how they can create a culture that recognizes and nurtures talent, while
helping them achieve purpose and fulfillment in their lives.
To help guide employers on navigating the new employer-employee relationship, this eBook offers a unique perspective into:
How to address the skills shortage
through strategic hiring
How redefining job security has changed the way employers train staff and engage with talent
The importance of creating a culture of collaboration and transparency
How to embrace wellness in the workplace
and invest in the health of employees
INTRO
Let's face it. The job market looks a lot different than it did just a few short years ago.
After 86 consecutive months of job gains, the national unemployment rate in November of 2017 was 4.1%—the lowest it has been in 17 years, according to the Bureau of Labor Statistics. While this certainly points to a positive trend, it does create new challenges for employers. In this market, where professionals know they can be more selective when making career decisions, talent engagement at all stages of the employment life cycle—from hiring and onboarding to succession planning—will become even more critical for success in 2018.
Not only is the competition for talent stronger than ever before, but employers are now facing a new set of challenges. Whether it’s addressing the skills shortage, transitioning into a millennial-dominated workforce, or keeping up with evolving industry trends, these factors traverse all sectors. They also all contribute to one overarching theme: the evolving employer-employee relationship.
Today, professionals consider their careers an integral part of their lives. While they still care about compensation and traditional benefits, they expect their job to provide personal fulfillment and meaning. If they do not enjoy what they are doing, cannot see their impact, are not learning new skills, or do not feel valued by their employer, they will move on.
EMPLOYERS
65% of employers said that they would
extend a counter offer in order to keep
their best employees.
EMPLOYEES
However, 60% of employees said that they would reject a counter offer from their current employer.
(an increase from 55% in 2017)
Case in point: there has been a reduction in the number of employees who are willing to accept a counter offer. What professionals are looking for in an employer (and their careers) is changing, so making a last-ditch effort to entice them to stay with higher compensation will not work. The investment needs to be made before they have one foot out the door, and you have to show you care about their future.
JOB VS. CAREER:
Employee Mentality Over The Years
OLD MODEL:
Work for the company
Employees were in search of pay,
benefits, and stability in exchange
for loyalty to the employer.
NEW MODEL:
Work for career development
Employees today are in search of purpose,
personalization, and development to
improve professional marketability.
65%
of working professionals plan to stay with their employer for
5 YEARS
OR LESS
To build strong employee engagement, employers must first
accept this new relationship with their staff. Next, they must
turn inward and determine how they can create a culture that
recognizes and nurtures talent, while helping them achieve
purpose and fulfillment in their lives.
To help guide employers on navigating the new employer-employee relationship, this eBook offers a unique perspective into:
How to address
the skills shortage
through strategic hiring
How redefining job security has changed the way employers train
staff and engage with talent
The importance of creating
a culture of collaboration
and transparency
How to embrace wellness in
the workplace and invest in
the health of employees
INTRO
Let's face it. The job market looks a lot different than it did just a few short years ago.
After 86 consecutive months of job gains, the national unemployment rate in November of 2017 was 4.1%—the lowest it has been in 17 years, according to the Bureau of Labor Statistics. While this certainly points to a positive trend, it does create new challenges for employers. In this market, where professionals know they can be more selective when making career decisions, talent engagement at all stages of the employment life cycle—from hiring and onboarding to succession planning—will become even more critical for success in 2018.
Not only is the competition for talent stronger than ever before, but employers are now facing a new set of challenges. Whether it’s addressing the skills shortage, transitioning into a millennial-dominated workforce, or keeping up with evolving industry trends, these factors traverse all sectors. They also all contribute to one overarching theme: the evolving employer-employee relationship.
Today, professionals consider their careers an integral part of their lives. While they still care about compensation and traditional benefits, they expect their job to provide personal fulfillment and meaning. If they do not enjoy what they are doing, cannot see their impact, are not learning new skills, or do not feel valued by their employer, they will move on.
EMPLOYERS
65% of employers said that they would
extend a counter offer in order to keep
their best employees.
EMPLOYEES
However, 60% of employees said that they would
reject a counter offer from their current employer.
However, 60% of employees said that they would reject a counter offer from their current employer.
(an increase from 55% in 2017)
Case in point: there has been a reduction in the number of employees who are willing to accept a counter offer. What professionals are looking for in an employer (and their careers) is changing, so making a last-ditch effort to entice them to stay with higher compensation will not work. The investment needs to be made before they have one foot out the door, and you have to show you care about their future.
JOB VS. CAREER:
Employee Mentality Over The Years
OLD MODEL:
Work for the
Work for the company
company
Employees were in search of pay,
benefits, and stability in exchange
for loyalty to the employer.
NEW MODEL:
Work for career development
Work for career
development
Employees today are in search of purpose, personalization, and development to improve
professional marketability.
Employees today are in search of purpose,
personalization, and development to
improve professional marketability.
65%
of working professionals plan to stay with their employer for
5 YEARS
OR LESS
of working professionals plan
to stay with their employer for
5 YEARS
OR LESS
To build strong employee engagement, employers must first accept this new relationship with their staff. Next, they must turn inward and determine how they can create a culture that recognizes and nurtures talent, while helping them achieve purpose and fulfillment in their lives.
To help guide employers on navigating the new employer-employee
relationship, this eBook offers a unique perspective into:
To help guide employers on navigating the new employer-employee relationship, this eBook offers a unique perspective into:
How to address
the skills shortage
through strategic hiring
How redefining job security
has changed the way
employers train staff and
engage with talent
The importance of creating
a culture of collaboration
and transparency
How to embrace wellness in
the workplace and invest in
the health of employees